5. Explain emotional intelligence and its relationship to individual and team effectiveness, in about 200 words.
Emotional intelligence is the ability to handle one's emotions intelligently. An emotionally intelligent individual is aware of his feelings and he can control them effectively. He understands the difference between the types of feelings and the reasons for their generation. An emotionally intelligent person can handle the problems. As a result of research, it was found that emotional intelligence affects an individual's leadership style and his performance in both personal and professional life.
Relationship of emotional intelligence and individual performance
Emotional intelligence directly supports the management of conflicts. The identification of feelings leads to giving the right direction to them. An individual becomes capable of applying the energy of emotions to solving the problems. It makes an individual bring more output on the job and he proves himself to be an asset for the organisation. He completes all his tasks on time, gives his best and avoids wasting time while flowing in the heat of the emotions.
Relationship between emotional intelligence and team effectiveness
Factors like mutual co-operation, effective coordination and leadership style drive the performance of a team. A team driven by an emotionally intelligent leader would run smoothly. The team members will become efficient. Emotional intelligence in all the leaders of the organisation will result in the overall effectiveness of the organisation. Everybody's actions will be based on logical reasoning. The environment of the organisation will be positive because of motivation and promotion in the air.
6. Explain what you understand by organisational change or transformation, in no more than 50 words.
Organisational change is the process of changing the form of an organisation. The change can be of any type. The changes can be in the working methodology, reporting patterns, the structure of hierarchy, use of Technology, strategies, ways of operation, goals, etc. It changes the perspective of the organisation. It is an unbreakable part of the evolution of an organisation. An organisation that does not transform itself with time cannot adapt itself with the dynamic environment.
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